Last Modified: 1 March 2021
Advantage Foundry Network, LLC
Code of Conduct Agreement
This Agreement governs your (“you”, “your”) access to and use of our all our websites, including all content, functionality (each, a “Website” and collectively, the “Websites”) and your access to and use of our other products and services, whether paid, unpaid, or free (the “Offerings” and collectively with the Websites, “Services”).
Please read the Agreement carefully before you use the Services. By accessing or using the Services, you
accept and agree to be bound and abide by this Agreement. If you do not want to agree to this Agreement,
you must not access or use the Services. This Agreement may be updated from time to time for reasons
such as operational practices or regulatory changes, so we recommend that you review the Agreement
when returning to our Services.
The Services are offered and available to users who are 18 years of age or older. By using this Services,
you represent and warrant that you are of legal age to form a binding contract with AFN and meet all of
the foregoing eligibility requirements. If you do not meet all of these requirements, you must not access
or use the Services.
Changes to the Agreement
We may revise and update these Agreement from time to time in our sole discretion. All changes are
effective immediately when we post them and apply to all access to and use of the Services thereafter.
Your continued access or use of the Services following the posting of revised Agreement means that you
accept and agree to the changes. You are expected to check this page from time to time so you are aware
of any changes, as they are binding on you.
Code of Conduct
Our members are required to accept and comply with this Agreement. This Code of Conduct applies to
every paying and non-paying (free) member. Members are also responsible for the Conduct of their
family members, guests, and employees of their organization while participating within the AFN
Conduct yourself with integrity and high ethical standards in both your personal and professional life. Avoid Conduct that reflects poorly on other members or AFN through their association with you.
Show the highest consideration for your reputation and that of AFN
Diversity of thought, experience, background, and perspective are critical to the value of your network and your capability as a leader. Respect diversity across the AFN peer community.
Respect the privacy and confidentiality of members and their experiences. Do not share member-specific personal or confidential information. The member directory, contact information, or “off-the-record” comments are considered strictly private.
Follow Hub guidelines. Outside of your Hub, do not discuss anything said in the Hub to anyone outside the Hub under any circumstances.
Do not solicit members unless you have been invited to do so (including selling products or services, raising funds, or asking for charitable donations).
Respect your fellow members when they say “no.”
Provide priority responses to communications and inquiries from other members.
Conflicts of interest must be disclosed and approved in advance.
Enforcing the Code
This Code of Conduct applies to every member. When applicable, Members are responsible for the
Conduct of their family members, guests, and employees of their firm within the AFN community.
Members must annually affirm their understanding and commitment to the Code of Conduct.
Consistent understanding and enforcement of our code promotes the core values of AFN and ensures you
and your fellow members are respected and gain the appropriate value from your membership. Undesirable Conduct contrary to this code has the potential to harm AFN’s reputation and the reputations
of members by their association with AFN.
We will evaluate the significance of a violation and consequences arising from that violation. Repeat
offenders will be addressed with less tolerance. Violations of this code could result in loss of your AFN
Reporting Code of Conduct Violations
You may report potential violations of the Code of Conduct to email@example.com. All reports will be treated confidentially.
Diversity, Equity, and Inclusion
Advantage Foundry Network (AFN) is an equal opportunity employer and we ensure individuals have the same opportunities for employment and promotion based on they rabiliity, qualifications, and suitability for the work. Our operations aim not only to provide value to our members, their businesses and AFN, but also to improve the quality of life of our employees, and to positively contribute to the community. To do so, we aim to create safe, respectful and inclusive place of work so our people can contribute to living our corporate values, improving our global brand and achieving sustainable business results.
This Code of Conduct defines the overriding principles as follows:
Diversity - The quality of being different or unique as an individual or group, including but not limited to age, race, religion, ethnicity, color, physical features, sex, sexual preference/orientation, gender identity expression, language differences, nationality or national origin, family or martial status, physical, mental and developmental abilities, socio-economic status, education, work and behavioral styles, political affiliation, etc. May also refer to different ways of thiniking and ways of working.
Inclusion - A strategy to leverage diversity to ensure employees have equality of opportunity in the workplace without any impediments due to diversity characteristics as stated above.
Our commitment to diversity and inclusion aligns with our corporate values of Relationships, Interconnection, Learning, Execution and Joy, and is reflected in our overall Code of Conduct. The objective of this Diversity and Inclusion Code of Conduct is to articulate proper behavior and accountabilities, reinforcing respect for each other. We are committed to enforcing and evolving this code over time.
This Code of Conduct applies to interactions in our shared professional lives, including daily office encounters, shared online spaces (e.g. Workplace), social media (e.g. Facebook, Twitter, Linkedin), conferences or other events where we represent AFN.
Communicate respectfully with all colleagues, regardless of title or level. Be mindful of remote communication, where opportunities for misunderstanding are greater. Use video communication when it makes senes, since face-to-face discussion benefits from all social cues that may be absent with other forms of communication. Behave in a way that does not offend, intimidate, degrade, insult nor humiliate others. This includes jokes, banter, ridicule, or taunts. Be generous in both giving and accepting feedback. Feedback is an important part of our culture. Good feedback is kind, respectful, clear, and constructive and focused on goals and values rather than personal preferences. Understand na dact upon the fact that what may be acceptable to one person may not be to another. Go out of your way and across cultures to include people in casual, conversational, or work-related team interactions. Avoid stand or idioms that might not translate across cultures or be deliberate in explaining them to share our diverse cultures and languages.
Be respectful of time zones. Embrace habits that are inclusive nand productive for team members wherever they are, using asynchronous communication tools (i.e. non-real time) when practical, and devoting attention to time zones when scheduling meetings.
Challenge poor practice in others, helping to promote good practice and create change (e.g. do not ignore inappropriate banter, jokes, etc.)
Commit to self-improvement. If you are approached as having acted in a way that has offended another, listen with an open mind and do better.
Ensure that there is no discrimination towards or against employees of diverse attributes in relation to the recruitment, renumeration, and promotion of all employees.
Exhibit strong leadership, taking personal responsbility for progressing equality, diversity and inclusion and achieving results. Conduct regular renumeration reviews to identify any gender pay gaps. Attract and develop female talent and educate our leaders about gender equality.
Invest in the physical, mental and emotional well-being of our employees through ongoing education around inclusion and diversity initiatives.
Encourage transparent and cooperative discussion on flexible work arrangements, where appropriate to accommodate employees needs. Exclusionary behaviors, which may include incivility, bullying and workplace violence, discriminate and isolate individuals and groups who are different, whereas inclusive behaviors encourage diversity.